The Best Time to Apply for an Internship

The Best Time to Apply for an InternshipThe Best Time to Apply for an InternshipWhen is the best time to apply for an internship? It depends. If you are interested in a credit-bearing internship, youll need to check the application deadline with your school. Competitive internships with a formal application process will have deadlines that are earlier in the year than an internship at a small organization or one you arrange yourself. When to Apply for an Internship Generally, you can apply as early as your freshman year of college for an internship. fruchtwein students will complete an internship during their junior or senior years to increase the chances of the internship leading to a job offer, but, it is becoming mora and more common for students to hold internships throughout the entire duration of their college career in order to gain experience. Many internships, especially competitive, paid programs with big-name companies, require you to have previous internship or extrac urricular experience, so it is important to get started early if you can. When to Apply for an Internshipfor Credit Students considering internships should check their colleges deadline for applying if they are interested in receiving credit for an internship. Most colleges will not award credit after the fact if you havent registered in advance for the internship experience. Since most colleges will not secure a specific internship for students, you will also need to reach out to employers well in advance of the semester when you plan to do an internship to land a position. When to Apply forFall and Spring Internships For fall internships, you should consider contacting employers before you leave your college area in the spring if you will not be able to return until the fall semester. October is a good time to start reaching out to employers for a spring internship. If an employer indicates that they are not yet ready to consider applicants, then ask when would be the earl iest date that you might be considered given your high level of interest in the opportunity. Local slots for unpaid internships are often filled on a first-come, first served basis, so more opportunities will be available if you apply early. When to Apply for a Paid Summer Internship Competitive paid summer internships will have deadlines as early as the late fall. The most common period of time for employers to screen applicants for paid internships will be during the period from January to March. Many colleges have resources available to help fund students who will be working at an unpaid summer internship. Check with your colleges career office for these deadlines during the fall. Applying Late for an Internship Dont worry if you are late in the process since many internships, especially unpaid ones, can be arranged as late as a month in advance of the summer or semester you are targeting. Often, this will involve students reaching out to employers who may not have even p osted an opportunity (since many of the advertised internships will be filled at this point) and convincing them that you would be worth engaging as an intern. Networking with alumni, teachers, coaches, family contacts, neighbors and local professionals is also a great way to find an internship. If you need to earn some income you may be able to arrange a part-time schedule for your internship and pair it with a paid part-time job. Once youve got an internship lined up, be sure to make a plan for how youll get the most out of it. In addition to building your resume, your internships will provide valuable work experience.

How to Have a Difficult Conversation with an Employee

How to Have a Difficult Conversation with an EmployeeHow to Have a Difficult Conversation with an EmployeeIf you manage people, work in Human Resources, or care about your friends at work, chances are good that one day you will need to hold a difficult conversation. Difficult conversations become necessary for a variety of reasons. Theyre never easy to conduct and you risk causing workplace disharmony when you broach the subject with an employee. Why You May Need to Hold a Difficult Conversation Examples People dress inappropriately and unprofessionally for work. Personal hygiene is sometimes unacceptable. Flirtatious behavior can lead to a sexual harassment problem. A messy desk is not the sign of an organized mind. Unreturned pop cans in pretty stacked masterpieces do draw ants. Food improperly stored in work areas does draw mice and their drippings are exceedingly unpleasant to the person who sits at the next desk. Vulgar language is unprofessional. Revealing cleavage belongs in a club, a party, or on the beach. Leaving dirty dishes for others to wash is rude and unprofessional. Have you encountered any of these examples of behavior that warrant a difficult conversation? Theyre just samples of the types of behavior that cry out for responsible feedback. Whether the perpetrator is a coworker, a reporting staff person, or maybe even, your boss, you owe it to them for workplace harmony and serenity, and workplace cleanliness and wellness to hold a difficult conversation. ansicht steps will help you hold difficult conversations when people need straight-forward, clear, professional feedback. Steps to Provide Feedback in a Difficult Conversation Seek permission to provide the feedback. Even if you are the employees boss, start by stating that you have some feedback youd like to share. Ask if this is a good time or if the employee would prefer to select another time and place. (Within reason, of course.)Giving the employee some control over how and when th e feedback is received can make all of the difference in his or her receptivity to the difficult feedback.Use a soft entry to begin your difficult conversation. Dont dive right into the feedback- give the person a chance to brace for potentially embarrassing feedback. Tell the employee that you need to provide feedback that is difficult to share. If youre uncomfortable with your role in the conversation, you might say that, too. Most people are as uncomfortable providing feedback about an individuals personal dress or habits, as the person receiving the feedback. This is normal and human. No one wants to make another person sad- or feeling bad. But, you owe both yourself and the other person the opportunity to make adjustments to behavior that is probably affecting their chances to succeed at work. Do not give in to the temptation to amplify the feedback by making it from many, or excuse your responsibility for the feedback, by stating that a number of coworkers have complained.Ofte n, you are in the feedback role because other employees have complained to you about the habit, behavior, or dress of the employee receiving difficult feedback. Do not give in to the temptation to amplify the feedback by making it from many, or excuse your responsibility for the feedback, by stating that a number of coworkers have complained. This heightens the embarrassment the person will experience and harms the recovery of the person who is receiving feedback. The best feedback is straightforward and simple. Dont beat around the bush. Say, I am talking with you because this is an issue that you need to address for success in this organization.Tell the person the impact that changing his or her behavior will have from a positive perspective. Tell the employee how choosing to do nothing will affect their career and job.Reach agreement about what the individual will do to change their behavior. Set a due date- tomorrow, in some cases. Set a time frame to review progress in other ca ses. Make certain that you and the person with whom you are holding-gesellschaft the difficult conversation have an agreement. Follow-up shortly after providing the feedback to check in on the employees progress- and regularly thereafter if nothing changes or if additional nudging seems necessary. The fact that the problem exists means that backsliding is possible the employee may also need further clarification of the feedback for complete understanding.Then, more feedback and possibly, disciplinary action are possible next steps if the employee fails to react positively to the difficult conversation. You can become effective at holding difficult conversations. Practice and these steps will help build your comfort level to hold difficult conversations. After all, a difficult conversation can make the difference between success and failure for a valued employee. Care enough to hold the difficult conversation.

Where The Federal Jobs Are - Department of State

Where The Federal Jobs Are - Department of StateWhere The Federal Jobs Are - Department of StateWhere The Federal Jobs Are Department of StateWHERE THE FEDERAL JOBS AREFEDERAL AGENCY SERIES PART 11 WHAT YOU SHOULD KNOW ABOUT The DEPARTMENT OF STATE (State Department)Website state.gov/Secretary John F. Kerry (2013 present)DID YOU KNOW The first Secretary of State was Thomas Jefferson, appointed by President Washington in 1789.Headquarters Washington, D.C. with many Embassies and Consulates abroad. The State Departments Civil tafelgeschirr employees are located in the U.S. (primarily in D.C., but also other offices across the country), while its Foreign tafelgeschirr employees travel through assignments (generally rotational) abroad.Mission Shape and sustain a peaceful, prosperous, just, and democratic world and foster conditions for stability and progress for the benefit of the American people and people everywhere. This mission is shared with the USAID, ensuring we have a common pa th forward in partnership as we invest in the shared security and prosperity that will ultimately better prepare us for the challenges of tomorrow.TIP 1 The State Department was ranked 3rd (tied with the Department of Justice) among 19 large federal agencies in the Partnership for Public Services 2015 edition of The Best Places to Work in the Federal Government. The Departments agency subcomponents were not separately rated.Strategic Goals The Department of State (and U.S. Agency for International Development) Strategic Plan for Fiscal Years 2014-2017 includes 5 goalsstrengthen Americas economic reach and positive economic impactstrengthen Americas foreign policy impact on ur strategic challengespromote the transition to a low-emission, climate-resilient world while expanding global access to sustainable energyprotect core U.S. interests by advancing democracy and menschengerecht right and strengthening civil societymodernize the way we do diplomacy and developmentNumber of Civilian Employees Total number of State Department employees is over 73,000. Of those, approximately 11,000 are Civil Service employees. Approximately 14,000 are Foreign Service employees and close to 48,000 locally employed (LE) staff (foreign nationals and other locally resident citizens) at the 275 embassies and consulates worldwide.State Department Organization Structure The State Department is the diplomatic wing of the federal government, responsible for promoting foreign policy. The Secretary of State is helfende handed by 2 Deputy Secretaries, the Executive Secretariat, Counselor, Chief of Staff, 6 Under Secretaries, and many functional and management Bureaus and schreibstubes.BUREAUS AND OFFICES REGIONAL BUREAUSBureau of African Affairs. Advises the Secretary of State on issues relating to 50 sub-Saharan African countries, focusing on consolidating democratic gains among African nations, expanding economic growth, and stemming the spread of HIV/AIDS.Bureau of East Asian and Pacifi c Affairs. Carries out diplomatic relations with 31 foreign governments addressing issues including security, counter-terrorism and free trade.Bureau of European and Eurasian Affairs. The largest geographic bureau in the Department, the Bureau is responsible for implementing U.S. foreign policy in Europe and Eurasia. Conducts diplomatic affairs with more than 50 foreign governments. Issues include NATO enlargement, energy, and terrorism.Bureau of Near Eastern Affairs. Responsible for U.S. foreign policy and diplomatic relations with 19 Near Eastern and North African countries addressing policy issues including the war in Iraq, Middle East peace, terrorism, weapons of mass destruction, and political/economic reform.Bureau of South and Central Asian Affairs. Handles U.S. foreign policy with 13 South and Central Asian countries including India-Pakistan relations and Afghanistan.Bureau of Western Hemisphere Affairs. Staffs and operates embassies and consulates throughout the Western Hem isphere (in more than 40 countries and dependencies), implementing U.S. foreign policy, coordinating foreign aid and formulating policy.U.S. Permanent Mission to the Organization of American States (OAS). The only U.S. diplomatic missionhoused at State Department headquarters in Washington, D.C. U.S. Missions core functions are to promote democracy and democratic institutions to strengthen OAS security initiatives to improve social conditions and to contribute to the creation of the Energy and Climate Partnership of the Americas. OAS has 35 member states and is the worlds oldest regional grenzberschreitend organization.INTERNATIONAL ORGANIZATIONS AND BUREAUSBureau of International Organization Affairs. Develops and implements U.S. policy in the United Nations, its agencies, and other grenzberschreitend organizations. Advances the Presidents vision of robust multilateral engagement as a crucial tool in advancing U.S. national interests. Its engagement spans the full range of importan t global issues, including peace and security, nuclear nonproliferation, human rights, economic development, climate change, global health, and much more. The Bureau has missions to grenzberschreitend organizations in Geneva, Vienna, Rome, Paris, Montreal and hauptstadt von kenia where major grenzberschreitend organizations are headquartered.U.S. Mission to the United Nations (USUN). Reports directly to the Secretary of State. Includes the sekretariat of the U.S. Permanent Representative (Ambassador) to the UN. The U.S. Mission assists the President and the Secretary of State in conducting U.S. policy. Located in New York (across from UN Headquarters), the Mission employs approximately 150 staff representing U.S. political, economic, legal, military, public diplomacy and management interests. Jobs include political affairs officers, policy officers, economic affairs officers, agricultural, fishery and animal production officers, climate change officers, quality managers, program man agers, financial officers, and IT specialists.TIP 2 In addition to the United Nations, the U.S. also has Missions in locations noted above under the Bureau of International Organization Affairs and Missions to numerous organizations including e.g., the North Atlantic Treaty Organization (NATO), the World Health Organization (WHO), the Organization of American States (OAS), the U.N. Educational, Scientific and Cultural Organization (UNESCO), the International Civil Aviation Organization (ICAO), the Organization for Economic Cooperation and Development (OECD), the Organization for Security and Cooperation in Europe (OSCE). For a comprehensive list of international organizations, see http//iocareers.state.gov/Main/Content/Page/international-organization-contact-information.Eligible federal employees and Foreign Service brors may be detailed or transferred to certain international organizations. Most International Organizations follow the U.N. Common System grade structure that is compr ised of base salary and post adjustment (generally based on the GS scale plus a 10-20% adjustment). To learn more about careers with international organizations, seehttp//iocareers.state.gov/Main/Home.U.S. Embassies, Consulates, and Diplomatic Missions (see usembassy.gov/index.html).United States Agency for International Development (USAID). Although an independent agency, the Administrator of USAID also reports to the Secretary of State. USAID is the lead U.S. Government agency working to end global poverty and enabling democratic societies to realize their potential. Career opportunities exist for a full range of locations (including civil service, foreign service, and private sector contracts/consultants).OTHER BUREAUS AND OFFICES (alphabetical with brief mission statements if not apparent)Bureau of Administration. Includes, among others, Office of Logistics Management, Office of Procurement Executive, Office of Language Services, Office of Directives Management, Office of Overse as Schools, and Office of Emergency Management.Bureau of Arms Control, Verification and Compliance. Ensures that appropriate verification requirements and capabilities are considered and integrated into the development, negotiation, and implementation of new arms control, nonproliferation, and disarmament treaties, agreements, and commitments. Serves as the main liaison to the U.S. Intelligence Community and other key policymakers for verification and compliance issues.Bureau of Budget and Planning. Prepares and submits the Departments budget requests manages operational resource requirements, and ensures that operational planning and performance management is synchronized with resource requirements.Bureau of Comptroller and Global Financial Services. Provides technical and policy advice on all issues related to the Chief Financial Officers Act and other key financial management legislation.Bureau of Conflict and Stabilization Operations. Advances the Departments understanding of vi olent conflict through analysis and planning monitoring, evaluation, and learning and targeted, in-country efforts that help the U.S. government anticipate, prevent, and respond to conflict and promote long-term stability. Approximately 170 staff.Bureau of Consular Affairs. Provides consular services to protect U.S. citizens, ensure U.S. border security, facilitate the entry of legitimate travelers, and foster economic growth. Formulates and implements policy relating to immigration and consular services and ensures efficient overseas consular services. Issues reisepassports for American citizens intending to reside, conduct business, study or travel abroad. Provides alerts and warnings concerning potentially dangerous conditions in foreign countries and assists US citizens abroad on a variety of issues, including helping those who want to vote by absentee ballot when theyre out of the country, those who are involved in international adoptions, or those who fall victim to crime, acc ident or illness. Provides services to citizens of other countries seeking visas to visit or reside legally in the United States. Serves as a liaison between the State Department and overseas embassies and consulates on visa matters. As one of the Departments largest Bureau, Consular Affairs employs more than 12,000 direct hire and contract employees in 300 offices worldwide.Office of Childrens Issues. Develops and coordinates policies and programs relating to international child abduction coordinates policy and provides information on international adoptions. Approximately 40 staff. Bureau of Counterterrorism. Coordinates U.S. Government efforts to improve counterterrorism cooperation with foreign governments. Develops, coordinates, an implements counterterrorism policy. The primary mission of the Bureau is to forge partnerships with non-state actors, multilateral organizations, and foreign governments to advance the counterterrorism objectives and national security of the United States. Takes a leading role in developing coordinated strategies to defeat terrorists abroad and in securing the cooperation of international partners. Approximately 150 employees. Bureau of Democracy, menschenwrdig Rights, and Labor. Prepares annual country reports on human rights practices around the globe and have the reputation of being among the most trusted and comprehensive sources of information The Bureau also administers a multi-million dollar grant portfolio, including the Human Rights and Democracy Fund, financing a wide range of human rights and democracy programs worldwide. Carries out programs regionally or on a country-specific basis, focusing on issues such as press and religious freedom, civil society building and democratic reform, labor rights and womens initiatives. Helps formulate and implement US policy abroad- especially with regard to the State Departments increased emphasis on democratizing transitioning countries.Bureau of Diplomatic Security. The Bure au is part law enforcement agency and part intelligence operation. As one of the largest components of the State Department, it is responsible for protecting the personnel, information and property associated with U.S. embassies and other diplomatic posts. Provides protection in the U.S. for the Secretary of State, the U.S. Ambassador to the United Nations and specified foreign dignitaries who visit the United States. Employs approximately 34,000 staff (foreign and civil service), including Foreign Service special agents serving in more than 150 countries. Has field, satellite and resident offices throughout the U.S.Bureau of Economic and Business Affairs. Serves as a leading voice for promoting US economic interests across the globe. Implements policies involving international trade, investment and finance, economic development and sanctions, intellectual property, debt policy, terrorist financing, energy security, telecommunications and transportation.Bureau of Educational and Cul tural Affairs. Brings together students and professionals from the U.S. and across the world in hopes of building stronger relationships between countries. The Bureau funds and sponsors many programs for international education exchanges to promote their objective of cultural learning and mutual understanding.Bureau of Energy Resources. Ensures that diplomatic relationships advance the Nations interests in having access to secure, reliable, and ever-cleaner sources of energy. Has 3 core objectives energy diplomacy energy transformation and energy transparency and access.Bureau of Human ResourcesBureau of Information Resource ManagementBureau of Intelligence and Research. A member of the U.S. Intelligence Community, the Bureaus primary mission is to harness intelligence to serve U.S. diplomacy. Utilizing all-source intelligence, the Bureau provides independent analysis of events to U.S. State Department policymakers and ensures that intelligence activities support foreign policy and national security purposes. Serves as the focal point in the State Department for ensuring policy review of sensitive counterintelligence and law enforcement activities around the world. Over 300 staff.Bureau of International Information Programs. Main information arm produces and distributes information about the United States to an international audience. Created after the US Information Agency was abolished and merged into the State Department. Approximately 300 staff are associated with providing public diplomacy materials.Bureau of International Narcotics and Law Enforcement Affairs. The Bureau is not a law enforcement organization rather, it combats the worldwide drug trade and other major crimes through managing large law enforcement training programs involving other federal agencies and countries. Although anti-drug operations are its dominant mission, jurisdiction includes serious cross-border crimes, such human trafficking, and modernization of foreign criminal justice sys tems.Bureau of International Security and Nonproliferation. Manages a broad range of U.S. nonproliferation policies, programs, agreements, and initiatives. Combats Weapons of Mass Destruction (WMD) threat through bilateral and multilateral diplomacy. Leads the Departments efforts to prevent the spread of WMD whether nuclear, biological, chemical, or radiological and their delivery systems.Bureau of Legislative Affairs. Coordinates legislative activity for the Department of State and advises on legislative strategy.Bureau of Medical Services. Provides healthcare to U.S. government employees and their families assigned to U.S. Embassies and Consulates worldwide. Advises Embassy and State Department officials about health issues throughout the world. Has over 200 health professionals working in over 170 countries.Bureau of Oceans and International Environmental and Scientific Affairs. Responsible for the integration of matters relating to the environment, science, and technology into United States foreign policy. Works closely with the White House, Congress, US government agencies, universities, non-governmental organizations, and private citizens, as well as other State Department bureaus. Represents the U.S. in its agreements with other nations including bio-terrorism, climate change, conservation, fisheries, forests, international health issues, oceans, the use of outer space, and wildlife.Bureau of Overseas Buildings Operations. Responsible for the buildings that house Americas overseas embassies, consulates and missions.Utilizes domestic contractors to building of new embassies.Bureau of Political-Military Affairs. Provides policy direction in the areas of international security, security assistance, military operations, defense strategy and plans, and defense. Builds security partnerships to advance U.S. national security objectives.Bureau of Population, Refugees, and Migration. Responsible for helping refugees around the world through assistance to inter national and non-governmental organizations and by admitting refugees to the United States. Administers and monitors U.S. contributions to international and non-governmental organizations to assist and protect refugees abroad. Oversees admissions of refugees to the U.S. for permanent resettlement in coordination with Department of Homeland Security (DHS) U.S. Citizenship and Immigration Services (USCIS). Approximately 130 staff.Bureau of Public Affairs. Communicates information to domestic and international media, including strategic and tactical communications planning to advance the Nations foreign policy interests.Office of Authentications. The State Department issues certificates of authenticity for a variety of documents to individuals, institutions and government agencies. Many documents for use abroad may require authentication (such as powers of attorney, treaties, extraditions, or bylaws).Office of Chief Economist. Created to augment diplomacy and advance strategy, capacity building and outreach. Provides strategic advice and analysis to the Secretary and serves as an analytical resource for the Department, embassies and consulates.Office of the Chief of Protocol. Advances foreign policy goals by creating an environment for successful diplomacy. Promotes cross-cultural exchange.Office of Civil Rights. Advances diversity within the Department and ensuring equal opportunity to all employees.Office of Executive Secretariat. Coordinates the internal work of the Department and serves as liaison between Bureaus and Offices. Handles the Departments relations with the White House, National Security Council and other Cabinet agencies. Includes the Departments Operations Center, providing senior policy makers with alerts and briefings on world events on a 24/7 basis.Office of U.S Foreign Assistance Resources. Ensures the strategic and effective allocation, management, and use of foreign assistance resources. Assists in coordinating U.S. Government foreign assis tance strategy, including multi-year country specific assistance strategies and annual country-specific assistance operational plans.Office of Foreign Missions. Ensures reciprocal treatment of U.S. diplomatic and consular missions and personnel as well as privileges and benefits to the foreign mission community. Protects U.S. public from abuses of privileges and immunities by members of foreign missions regulates foreign missions to protect U.S. foreign policy and national security interests. Has 6 regional offices.Office of U.S. Global AIDS Coordinator. Leads implementation of the U.S. Presidents Emergency Plan for AIDS Relief.Office of Global Criminal Justice. Advises on issues related to war crimes, crimes against humanity, and genocide. Helps formulate U.S. policy on the prevention of, responses to, and accountability for mass atrocities.Office of Global Food Security. Advances global food security, including the causes of hunger and under-nutrition. Works with other governments , multinational institutions, NGOs and private companies to advance country-led actions to improve food security and drive economic growth.Office of Global Womens Issues. Ensures that womens issues are fully integrated in the formulation and conduct of U.S. foreign policy. Promotes stability, peace, and development by empowering women politically, socially, and economically around the world.Office of Inspector General. Inspects each of the approximately 260 embassies, diplomatic posts, and international broadcasting installations throughout the world to determine whether policy goals are being achieved, and the interests of the U.S, are being represented and advanced effectively. Performs specialized security inspections and audits to ensure effective, efficient, and economical operation. Investigates instances of fraud, waste, and mismanagement.Office of Legal Advisor. Advises on all domestic and international legal issues in the course of the Departments work. Includes assisting D epartment principals and policy officers in formulating and implementing U.S. foreign policies and promoting the development of international law. Provides direct legal support to the various regional and geographic offices and functional offices. Employs approximately 200 attorneys and 100 support staff.TIP 3 For information regarding Practicing Law in the Office of Legal Adviser including the organization structure and employment procedures, go to state.gov/s/l/3190.htm.Office of Management Policy, Rightsizing, and Innovation. The Departments central management analysis organization. Comprised of three entities as noted in the Office title.Office to Monitor and Combat Trafficking in Persons. Employs diplomatic, economic, political, legal and cultural tools to combat global human trafficking through prevention, protection, prosecution and prosecution.Office of the Ombudsman. Handles workplace conflicts that are not currently in a formal process and helps employees identify mutually satisfactory solutionsOffice of Policy Planning and Resources for Public Diplomacy and Public Affairs. Provides long-term strategic planning and performance measurement capability for public diplomacy and public affairs programs. Includes the Evaluation and Measurement Unit and the Office of Global Youth Issues.Office of the Science and Technology Adviser. Provides a focal point for science and technology as a key component of U.S. foreign policy interests. Links the Department with the science and technology community in the U.S. and abroad.Office of Terrorism Finance and Economic Sanctions Policy. Coordinates (a) efforts to build international support for efforts against terrorism finance (b) efforts related to unilateral sanctions as they relate to the changing international situations and (c) domestic and international efforts to disrupt and dismantle the Somali pirate enterprise. Develops strategies for implementing aspects of sanctions regimes. Provides foreign policy guidanc e on specific commercial and licensingissues to the Treasury Departments Office of Foreign Assets Control and the Commerce Departments Bureau of Industry and Security.CENTERS AND INSTITUTESCenter for Strategic Counterterrorism Communications. Coordinate, orients, and informs government-wide foreign communications activities targeted against terrorism and violent extremism, particularly al-Qaida and its affiliates and adherents. The Coordinator for Strategic Counterterrorism Communications leads an interagency staff drawing on whole-of-government knowledge, skills, and resources.Foreign Service Institute. Governments primary training institution for U.S. foreign affairs community officers and support personnel. Prepares American diplomats and other professionals to advance U.S. foreign affairs interests overseas and in Washington, D.C.Quadrennial Diplomacy and Development Review. Joint effort of the Department of State and USAID. Identifies major global and operational trends that co nstitute threats or opportunities, delineates priorities and reforms, to ensure our civilian institutions are in the strongest position to shape and respond to a rapidly changing world.CAREERS TIP 4 SEVERAL CAREER PATHS. The State Departments workforce consists of both Civil Service and Foreign Service employees. Application and selection processes vary accordingly.CIVIL SERVICE. The Department employs approximately 11,000 Civil Service employees. Most of the civil service opportunities are located in the U.S., but some hard to fill overseas positions may be open to Civil Service bidders. Civil Service vacancies ARE competitive positions subject to Federal Civil Service laws and are posted on USAJOBS. Applicants submit their federal resume and on-line application though USAJOBS and the information is transferred to the State Department zugreifbar automatic hiring system Gateway to State Automated Application System that streamlines the process. The job selection process is identical to that for other federal career civil service jobs. Opportunities exist in 11 job categories Foreign Affairs (Job Series 0130) , Human Resources (Job Series 0300) , Management Analysis (Job Series 0343), General Accounting and Administration (Job Series 0500), Budget Administration (Job Series 0500) , Legal Counsel (Job Series 0905), Passport Visa Services (Job Series 0967), Public Affairs (Job Series 1035), Contract Procurement (Job Series 1100), and Foreign Language and Professional Training (Job Series 1712). Employees may perform responsibilities including compiling and analyzing reports from overseas, providing logistical support to posts, informing the Congress about foreign policy initiatives and policies, formulating and overseeing the budget, issuing passports and travel warnings, and keeping the American public informed.TIP 5 The State Department often announces its positions as Agency Wide rather than for a specific Bureau or Office.FOREIGN SERVICE OFFICERS AND SPECIALI STS are State Department direct-hire career employees who serve in overseas assignments at U.S. embassies and consulates (with some domestic postings). The Foreign Service Corps includes approximately 14,000 employees.FOREIGN SERVICE OFFICERS represent the U.S. worldwide, analyzing and reporting on political, economic, and social trends in the host country and responding to the needs of American citizens abroad. Foreign Service Careers require candidates to pass the Foreign Service Officer Test. These jobs are NOT posted on USAJOBS as there are no immediately available jobs posted. The application process begins with selecting one of 5 career tracks (Economic Officer, Management Officer, Consular Officer, Political Officer and Public Diplomacy Officer)and registering for the Foreign Service Officer Test. Candidates register to take the multi-choice Foreign Service Officer Test administered online at designated test centers. The test measures knowledge, skills and abilities (KSAs) in cluding assessing writing skills with an essay on an assigned topic. If you pass the test, you will submit a Personal Narrative for review by a Qualifications Evaluation Panel. The next step in the process is a day-long oral assessment that measures your ability in to succeed in the position. Successful candidates will then complete a background investigation that is reviewed by a Suitability Review Panel. If an applicant receives a conditional offer of employment, their name will be added on the Register in the chosen specialty according to prescribed ranking criteria.TIP 6 For specifics on the Foreign Service Officer test and selection process, see http//careers.state.gov/work/foreign-service/officer/test-process.FOREIGN SERVICE SPECIALIST opportunities exist overseas (at embassies and consulates) and in the U.S. for managerial, technical, healthcare, and administrative professionals. Vacancies ARE posted on USAJOBS but the application and selection process differs from other civi l service positions. Specialist positions are grouped into 8 TRACKS Law Enforcement and Security (including Special Agents, Security Engineering Officers, Security Technical Specialists, and Diplomatic Couriers), Information Technology (Job Series 2000) , Office Management (Job Series 0318), Administration (Job Series 0300), Medical and Health (Job Series 0600), Construction Engineering (Job Series 0801) Facility Management (Job Series 1176), and International Information English Language Programs (Job Series 4300). After an applicant chooses a career track and applies for a position on USAJOBS, the application is reviewed by a Qualifications Evaluation Panel. If a candidate moves forward from that point, they take the Foreign Service Oral Assessment a writing exercise, structured interview and exit interview to assess whether they demonstrate the essential dimensions to succeed in the position. Successful candidates then complete a background investigation reviewed by a Suitabilit y Review Panel. If the candidate receives a conditional offer of employment, their name will be added to the Register in their chosen specialty according to prescribed ranking criteria.TIP 7 For specifics on the Foreign Service Officer test and selection process, see http//careers.state.gov/work/foreign-service/specialist.LIMITED NON-CAREER APPOINTMENTS (LNA) Foreign Service LNA opportunities range from 15-27 months with renewal contract for up to 5 years. The positions supplement the work of career Foreign Service employees serving abroad. Based on the needs of the Foreign Service, positions are currently limited to Foreign Service Consular Fellows (formerly known as Consular Adjudicators) with specific language skills Country Coordinators Registered Nurses and Licensed Clinical Social Workers. These opportunities are posted on USAJOBS with the application information transferred to the State Department online automatic hiring system Gateway to State Automated Application System. T he recruitment, selection and hiring process is similar to those of Foreign Service Offices or Specialists. A panel determines whether the applicant will move forward to the oral assessment phase. For more information, see https//careers.state.gov/work/foreign-service/lna.LOCALLY EMPLOYED (LE) STAFF, currently numbering close to 48,000, support the more than 270 embassies and consulates. LE staff are foreign nationals and other locally resident citizens (including U.S citizens) who are legally eligible to work in the particular country. S. Citizen eligible family members and Veterans (assigned to the specific Mission) receive hiring preference.TIP 8 Vacancies are posted on specific post websites that may be accessed at http//usembassy.state.gov. Applicants submit a special application (DS-174) directly to the U.S. Missions Human Resources Office. Each Mission is responsible for its own recruitment of locally employed staff. Individuals should contact the Missions HR office or websit e as the State Departments Office of Overseas Employment does not maintain a centralized database of job vacancies. Most missions have personnel assigned from other executive branch agencies in addition to those from the Department of State. Department of State employees at missions comprise U.S.-based political appointees and career diplomats, and Foreign Service Nationals.PROFESSIONAL FELLOWSHIPS. There are many fellows programs for mid- and senior-level professionals. For specifics on the various programs, see https//careers.state.gov/work/fellowships.Current Vacancies There are currently 16 Department of State General Schedule (GS) vacancies for civilian positions posted in USAJOBS for U.S. Citizens. Many are between the GS-11 and GS-15 levels. As noted above, the Department also has a large contingent of employees (e.g., Foreign Service Officers) where vacancies are not posted via USAJOBS. Occupations with the most current vacancies areProgram or Management Officer (Job Series 0301)Program Analyst (Job Series 0343)IT Specialist (Job Series 2210)Budget Analyst (Job Series 0560)Procurement Analyst (Job Series 1102)Foreign Affairs Officer (Job Series 0130)Visa Specialist (Job Series 0967)Engineer (Job Series 0800)As with all Federal Agencies, most current or former Executive Branch competitive service Federal civilian employees, Veterans eligible for veterans preference, and persons with non-competitive appointment eligibility (referred to as Federal Employee applicants) enjoy broader eligibility for federal jobs than those who do not. This latter category of applicants (referred to as U.S. Citizen applicants) is limited to applying for jobs open to the general public. There are many more vacancies for Federal Employees than for U.S. Citizens. This is also the case for the other Executive Branch Departments and Agencies overviewed in this series of Blogs.Need Help with your Federal Resume for the Department of State?Complete our Request Quote for Federal Res ume to ask for a QUOTE for professional writing services for your federal resume.THE NEXT BLOG IN THE FEDERAL AGENCY SERIES WILL FOCUS ON THE DEPARTMENT OF LABOR. Federal Resume Guidebook 6th EditionNew January 2016 For federal employees seeking new positionsOur flagship title is completely updated for 2016. With a focus on writing the best Federal Resume for USAJOBS and other online federal resume builders, the Federal Resume Guidebook provides comprehensive, in-depth guidance on how to craft the perfect federal application to change jobs or get promoted. The sixth edition also includes information for individuals in the fields of Information Technology, Acquisition Management, and Management and Program Analysts, as well as for those seeking a career change.Order in print or ebook Ellen Lazarus is a Resume Place Certified Federal Job Search Trainer, Federal Resume Writer and Career Coach. She is a former Legislative Branch senior executive.

The top interviewing tricks of successful job seekers

The top einstellungsgesprching tricks of successful job seekersThe top interviewing tricks of successful job seekersSet yourself apart from the competition with these top job-interview tips.In a decade of recruiting for countless sales and marketing jobs spanning numerous industries and locations, there is a reliable stable of tricks Ive seen job seekers use to put themselves ahead of the crowd in any interviewing situation.Below are the top three tactics Ive seen that will take your interviewing to the next level, bringing you more and better employment offers.1. Do meaningful researchOnce youve secured an interview, everyone knows the basic rule, Do your research. But keep in mind that anyone can read a companys website, and your interview competition will do just that. The idea of doing research on the company prior to the interview isnt so you can rattle off factoids you gleaned from their website or list their major competitors to prove you read up a little on the industry.Set y ourself apart by digging into as much recent history of the company as you can find (e.g. recent earnings reports for public firms, press releases and social media profiles, articles in the media about the industry). By learning about the companys recent direction and plans for the future, you gain a key piece of insight as to how you can help build momentum in the position.2. Take cues from your interviewerThe most consistent feedback I hear about successful job seekers is that they were able to follow the interviewers cues and provide the information the interviewer sought. By and large, this is about listening and watching (when elend on a phone interview).For instance, job seekers with spot-on qualifications lose out on the next interview by never answering the question being asked, and instead monologuing on the topics they feel show them in the best light. At the other end of the spectrum, candidates who perhaps seem like less-than-perfect fits on paper come through interviews with flying colors when they successfully engage on an interpersonal level with the interviewer.Whether you are dealing with a by-the-book HR associate or an off-the-cuff director of marketing, you are interviewing with the person through whom you take the next step to getting an offer, and adaptability is the name of the game.3. Treat interviewers like clientsApproach the interview process as if it was any other client-facing project and you will usually find the steadiest footing. You would never dream of not following up with a client or potential client, or not thanking them for their time. Likewise, it ought to be second nature to ask clients for their priorities for the project (or in this case, the position) and to find out about the main challenges they want you to tackle as a vendor (or in this case, as an employee).In many ways, skilled sales and marketing job seekers come into the job search a step ahead. Use those skills to your advantage.In the endWhether you are after an entry-level marketing role with a multinational CPG firm or an executive-level business development role in a startup software company, these are the major steps you can take to ensure your success in the interview process.There are no guarantees in interviewing, but the above tactics are the most sure-fire ones to land you that next step in any interview process.The top interviewing tricks of successful job seekersSet yourself apart from the competition with these top job-interview tips.In a decade of recruiting for countless sales and marketing jobs spanning numerous industries and locations, there is a reliable stable of tricks Ive seen job seekers use to put themselves ahead of the crowd in any interviewing situation.Below are the top three tactics Ive seen that will take your interviewing to the next level, bringing you more and better employment offers.1. Do meaningful researchOnce youve secured an interview, everyone knows the basic rule, Do your research. But keep in min d that anyone can read a companys website, and your interview competition will do just that. The idea of doing research on the company prior to the interview isnt so you can rattle off factoids you gleaned from their website or list their major competitors to prove you read up a little on the industry.Set yourself apart by digging into as much recent history of the company as you can find (e.g. recent earnings reports for public firms, press releases and social media profiles, articles in the media about the industry). By learning about the companys recent direction and plans for the future, you gain a key piece of insight as to how you can help build momentum in the position.2. Take cues from your interviewerThe most consistent feedback I hear about successful job seekers is that they were able to follow the interviewers cues and provide the information the interviewer sought. By and large, this is about listening and watching (when not on a phone interview).For instance, job seeke rs with spot-on qualifications lose out on the next interview by never answering the question being asked, and instead monologuing on the topics they feel show them in the best light. At the other end of the spectrum, candidates who perhaps seem like less-than-perfect fits on paper come through interviews with flying colors when they successfully engage on an interpersonal level with the interviewer.Whether you are dealing with a by-the-book HR associate or an off-the-cuff director of marketing, you are interviewing with the person through whom you take the next step to getting an offer, and adaptability is the name of the game.3. Treat interviewers like clientsApproach the interview process as if it was any other client-facing project and you will usually find the steadiest footing. You would never dream of not following up with a client or potential client, or not thanking them for their time. Likewise, it ought to be second nature to ask clients for their priorities for the proje ct (or in this case, the position) and to find out about the main challenges they want you to tackle as a vendor (or in this case, as an employee).In many ways, skilled sales and marketing job seekers come into the job search a step ahead. Use those skills to your advantage.In the endWhether you are after an entry-level marketing role with a multinational CPG firm or an executive-level business development role in a startup software company, these are the major steps you can take to ensure your success in the interview process.There are no guarantees in interviewing, but the above tactics are the most sure-fire ones to land you that next step in any interview process.

Finding Android Developer Resume Online

Finding androide Developer Resume Online The Pain of Android Developer Resume Web developer jobs are growing quickly throughout the nation, therefore it is an industry where candidates can discover many opportunities. Being a real developer has its advantages and disadvantages. Finding jobs as a Web Developer might be hard, but you can allow it to be a whole lot simpler by following a few of these steps. You are unable to compose an effective VBA Developer resume should you not have all the information accessible. Locate the greatest Radiologic Technologist resume samples to help you better your. When seeking an entry-level developer position, you can believe that you will need to remain basic. An netz developer can expect to earn a salary in the variety of $35,000 to $105,000 each year. Our netz developer resume samples will reveal to you just how to present your qualifications so that employers will see your thorough experience and skilled background. A superb web develope r resume takes the opportunity to outline the huge experience a developer has in all the disciplines that clients will have to maintain and increase their web presence. Therefore, an expert android developer must prove to their prospective employer which they have a very great grasp of Java. Internet programming is a rather dynamic field thats constantly being enhanced and changed. You will have to show extensive understanding of coding and programming languages to come up with and troubleshoot products. Web developers also need to be consistently learning new tools in order to keep on track with the ever-changing technologies. In order to acquire your internet developer resume noticed, you will have to have experience with a selection of Internet programming platforms and protocols. What You Need to Know About Android Developer Resume You might improve your odds of getting an interview if you include keywords that are frequently used within the web development market. Make sure you make the information youre looking for. Just take a look at the job posting and attempt to pinpoint what the keywords are. If your resume doesnt incorporate these keywords, it may never be read by an actual person so make sure that you include them. The absolute most current position needs to be listed first and it ought to be geared toward the job which you are Make certain you gear your experience toward the work application youre making. If you dont have that, the installation procedure wont proceed ahead. Fortunately, every prosperous career path starts with the perfect resume. Dont hesitate to revise this job description to fulfill your precise job duties and job requirements. What to Expect From Android Developer Resume? Below are the principal Android design patterns which were introduced with version 2.0. About Blog you will discover an area which is specifically devoted to the world of Android devices. About Blog You will receive the latest Android relat ed news directly to your inbox each week. Frequency about 1 post each week. Scroll through our set of Android developer resumes and go through the tips in thinking up your own draft. Android SDK is currently a component of the entire Android Studio setup. Youve just created your very first Android undertaking. Worked on Magento upgrades to the most recent versions. As shown above, one of the most crucial components of producing something on the internet is its security. There is an additional approach to lessen your application size. The only way is to simply deal with it, and that usually means pretending to be a developer for a little while and downloading a few really scary software. You should be honest and realistic, or you might be placing your application in jeopardy. It would be hard for an employer to reach you or remain in contact with you in the event you dont deliver the most suitable contact details. Make certain that your contact info is at the exact top of the webpage. Finally, among the most important points you should keep in mind is to look at your contact details at the peak of your resume. It is possible to continue to utilize your project as it is, but youre going to miss out on several of the new characteristics and improvements until you update. Details of Android Developer Resume Its difficult to tell the way the new functionality will gradually be implemented, however, as it doesnt appear to be present in the newly-available beta release. If it is not specified, then the app name is utilized by default. Worked on custom dialogs to create the app much easier to comprehend. There are many new features and improvements it is only a no brainer Make certain that its directly about the career field youre in or the job youre applying for. A fresher resume template is to highlight only the abilities and regions of knowledge of the fresher. You spent many years developing your abilities and learning from experience, but regardless of how hard you work, getting the proper job will stay a challenge. Your resume should have a list of your strengths and techniques in terms of internet development, along with any distinctive tasks you have completed in previous projects.

How To Get Honest Answers From Candidates In A Job Interview

How To Get Honest Answers From Candidates In A Job InterviewThe job interview can be a nerve-wrecking process for everyone involved. You want to make sure youre asking questions that will best expose an accurate representation of the candidates personality, experience, and attitude. Although, its hard to predict how well a candidate will perform when the interview itself is something theyre desperate to ace. While candidates are practicing their perfect answers to the tough questions you may ask, you need to get to the real them by asking questions that force them to take their time and answer honestly. Beloware four tips to elicit truly honest answers from candidates in a job interview.1. Dont give them any hints.Dont ask leading questions that tip off a candidate to the response you want. Resist adding phrases such as, and how you successfully solved, or starting with phrases such as, we are very gruppe oriented. These phrases clearly tell a candidate what youre looking for. The be st questions to ask are the ones that reveal a candidates attitudes and behaviors. When you strip out the tip-off words and phrases, candidates give you all kinds of interesting answers. I once had a candidate tell me that she was accused of harassing a coworker, and then went on to tell me about her harassing behavior. She didnt get hired. Rebecca Barnes-Hogg, SPHR, SHRM-SCP, Co-Author of Rethinking Human Resources, YOLO Insights, LLCReveal a candidates attitudes and behaviors with this InterviewQuestion via RebeccaB_HoggClick To Tweet2. What motivates them.Motivation-based interviewing (or MBI) skill-assessment questions always involve an obstacle. This obstacle enables the interviewer to gather a second, more valuable, piece of information about the applicants attitude. Its considered the best predictor of future job performance and success. Attitude can be defined as how effectively (or ineffectively) a person responds to obstacles. Its common sense that the more effective a per son is in the face of challenge, the better results they will achieve. The reason these interview questions provoke honest answers is because a person cannotlage provide the specific details about the problem-solving effort they put in (tenacious problem-solving effort is an effective response to challenge) when they didnt those who dont, typically have a lengthy explanation for why it was beyond their control, not their fault and could do nothing about it. Theyll make it sound convincing, too. MBI is an interviewing methodology for identifying and hiring High Performers. It assesses the three components common to all top job performers skill, attitude and passion. People typically cannot fake having an effective attitude when they really dont have one because they really believe their powerless point of view. Carol Quinn, Author, Speaker, and CEO, Hire Authority, Inc. WhyCQAttitudeasks motivation-based questions during the JobInterviewClick To Tweet3. Ask the unexpected. An inter view is a discussion you should go into the interview with an open mind and discover who the candidate is during the time you spent together.I like to use three themed questionsThe Magic Wand (if you had a magic wand could improve 3 things about your current job) the best predictor of future behavior is past behaviorThe Fly on the Wall (tell me about a time when you handled a situation at your job poorly) a subtle way to dig deeper into the candidates working style and leads you to focusing your time and energy on qualified candidatesThe Most Difficult Experience (tell me about the most difficult experience you ever handled on the job) probes for problem-solving and interpersonal skillsThe questions you ask provide insight and metrics into the aptitude of the potential candidate and can help you determine if theyd be a good fit for your company. Also, allowing the candidate to speak and lead the discussion can save time in the end, once you know youve identified the right candid ate for the jobDr. Christopher Croner, Principal with SalesDrive, LLC and Co-Author of Never Hire a Bad Salesperson AgainThe best predictor of future behavior is past behavior SalesDriveLLCInterviewingTipsClick To Tweet4. Look for life outside of work. The one question that I find most valuable is What do you like to do in your spare time? This question does provoke an honest answer as candidates relax when they are not asked a gotcha question and open up about their passions outside of work life. I received all sorts of answers from across the spectrum from, I have no life outside of the office, to I love to stay home and write murder mystery novels, to I volunteer at my local animal shelter. I ask this question to determine if the candidate will be a cultural fit for the position, not necessarily the overall culture of the organization. Spare time hobbies reveal a candidates tendency toward an introverted or extroverted personality and, certain positions demand a certain personali ty type.Jean Marie Dillon, MA, CFP, Human Resources C-Suite Executive 4 Ways to Get Honest Answers From Candidates in a JobInterviewClick To TweetWhat do you think? How do you get elicit honest responses from candidates during an interview?